Do we really need another weekly meeting?
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Topics: Accountability, weekly meetings, priorities, Pearsons Law, metrics
Before moving to the agenda on weekly meetings I thought I should approach a question a lot of people have about meetings. Why? Why more meetings?
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Topics: Discipline, Accountability, collective intelligence, metrics, meetings
Last blog I promised more on essential meetings. This blog is on Daily Huddles and subsequent blogs will review the agenda, intention and value of our recommended meeting rhythms.
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Topics: Strategic Discipline, meeting rhythms, Mastering the Rockefeller Habits, meetings, daily huddle
Do you wonder why your people are so frequently unaccountable to the results you expect? How often are you asking them to be accountable to your expectations?
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Topics: Accountability, weekly meetings, Strategic Discipline, meeting rhythms, meetings, daily huddle
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Topics: Good to Great, Strategic Discipline, meeting rhythms, Topgrading
President Obama’s address on Tuesday reminded me of a blog I wrote on Is Life Fair. This blog is not intended to support a political agenda, yet when I watched Obama’s presentation Tuesday evening it struck me how differently I and perhaps a lot of my clients and prospects view the role of government.
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Topics: Accountability, leadership, Topgrading
On vacation last week my family and I visited the Naval Air Museum in Pensacola. The Blue Angels perform a practice session every Tuesday and Wednesday at the airfield. If you’ve never seen the Blue Angels perform I highly recommend it.
I’d seen them perform before when I was very young. My father was a pilot. He would take us to many air shows and I’d seen the Blue Angels as a child, although I don’t recall being as impressed or amazed at their precision and discipline as I was this time. The show brought back memories of my dad, and made me realize the discipline lessons he taught me just by his piloting the small Cessna 172 airplane he owned.
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Topics: Discipline, employee performance, routine
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Topics: Bringing Out the Best In People, themes, employee performance, People, positive reinforcement, negative reinforcement
Positive reinforcement creates the highest value in the work place. Why? Because positive reinforcement generates more behavior than is minimally required. It’s called discretionary effort. This discretionary effort is the only way your organization can maximize performance.
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